She's Once, Twice, Three Times A Leader
- Mar 7, 2022
- 5 min read
Written by: Leah Tomlin, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
“In every way, the shared metaphors we use of female access to power ‒ 'knocking on the door', 'storming the citadel', 'smashing the glass ceiling', or just giving them a 'leg up' ‒underline female exteriority. Women in power are seen as breaking down barriers, or alternatively as taking something to which they are not quite entitled.” Mary Beard, Professor of Classics
The theme for International Women’s Day, on 8th March 2022, is “Gender equality today for a sustainable tomorrow”. Building a sustainable future for our people and our planet must be humankind’s most enormous and pressing mission to date. One of the key United Nations Sustainable Development Goals for 2030 is to “Achieve gender equality and empower all girls”. Although Iceland does well in consistently scoring highest in the Global Gender Gap Index, there isn’t a single country in the world that has achieved gender parity (WEF, 2021). The pressure is rightly on for gender equality across the globe.
The Mckinsey & Company “Women in The Workplace Report 2021” shows that women are suffering greater burnout than men (42% relative to 35%), and burnout amongst women is more dramatically on the increase (from 32% in 2020 to 42% in 2021). Expectations on women are greater, with the UN 2021 report citing that women carry out 250% more hours than men on domestic and care duties. Despite all these extra pressures, the McKinsey report shows that women are rising to the challenge as more superior leaders, with employee outcomes and equality measures being significantly better with female leaders.
The combination of domestic responsibilities and organisational cultures differentially impact men and women on their journeys to leadership positions, with stereotyping and discrimination significantly hindering women’s progress (Hoyt, 2010). A research study by Mercer, in 2020, of more than 1,100 worldwide organisations, demonstrates that women take up only 23% of executive positions. In many countries, the picture is far worse, with women of colour being woefully misrepresented; In India, women hold only 2% of CEO roles. This is despite research showing the importance of typically female characteristics of collaboration, empathy and emotional intelligence in leadership roles.
Many industries (such as engineering, IT and maths), fail to attract women at entry-level. However, it is even more stark that every industry in America fails to proportionally advance women into middle management or senior leadership roles. Even in industries where women predominate at entry-level, they are not converting to leadership positions later. For example, in American Healthcare, 74% of entry-level workers are female. One might expect, in an equitable society, to see a similar figure of women moving into leadership positions in the same industry, but the figure drops significantly to 28% of women in C-suite positions. Now, more than ever, is our time to question our approach to ensure gender equality at the top of professional ladders.
Take Action to Challenge Gender Bias
As citizens of the world, we all have a responsibility in tackling gender bias. As leaders, we have even greater powers to impact gender equality measures.
1. Promote women fairly
The most significant missing rung in the career ladder for women is the first step into management, where men make the greatest advances on women, regardless of ability. At this level, women need management training, leadership coaching and opportunities equal to their male counterparts.
2. Openly celebrate women’s achievements
Women frequently suffer from lower self-confidence than men, are more self-critical and don’t always credit themselves for their successes. Leaders, in business and other organisations, should take opportunities to openly celebrate the successes of their female workers. Teachers and parents can highlight the work of women across the generations (1) and the globe (2).
3. Applaud equality and recognise progress towards equality
We have come a long way in the 100 years since fighting for the right to vote in the US and UK. This should spur us on to aim higher, particularly for those countries where repression of women continues as the norm.
4. Educate women, men, boys and girls, locally and worldwide, to end all forms of gender inequality
Whether that’s parents at home reading stories that tackle gender bias (3) or stories that demonstrate the immense achievements of women (4), taking action to help end female genital mutilation (5), or addressing society’s increasing problem of domestic abuse (6), we all have a responsibility to educate ourselves and others.
5. Be aware of our own and others’ gender biases and how we all propagate them
Many of us are oblivious to the ways in which we carry bias and project our biases to the World (7). In fact, both men and women are more likely to hire a male candidate over a woman with a comparable CV. Awareness is the precursor to change, so we should increase awareness of unconscious bias in the workplace and understand how damaging it is for women’s progress.
6. Talk to an inspirational woman in your life today and tell her what she means to you.
A simple message of gratitude, appreciation or recognition means everything. Let’s celebrate every woman on March 8th and beyond, and all act on gender equality today, for a sustainable tomorrow…
Leah Tomlin, Executive Contributor Brainz Magazine Leah coaches professional women for transformation in leadership and life. She holds an exceptional range of qualifications and skills as a certified Executive Coach, business owner, published Neuroscientist and qualified Head Teacher. Her understanding of the brain, and how people learn, ensures she inspires transformational, life-long positive impact for leaders and their organisations. Her scientific background allows her to employ evidence-based brain and coaching methodologies that achieve success. Leah is passionate about gender equality, helping propel more women to the top and seeing them succeed as incredible leaders. She empowers women to understand how their brains can help and hinder them, enabling them to develop greater self-awareness, confidence and a dare-to-dream vision. Her clients love the way she coaches with emotional intelligence and warmth, focused on improving their leadership competency and helping them develop new and effective professional behaviours and habits. Working with Leah, leaders achieve greater success for themselves and their teams, as well as creating supportive cultures of excellence in their workplaces. Leah lives in Bristol, England, as a single mum to her three young children. She is passionate about wellbeing and takes time to enjoy her hobbies, including music, film, reading, art and design, yoga and dog-walking.
References:
Albu, D., 2021. The Sustainable Development Goals Report 2021. Drepturile Omului, p.115.
Hoyt, C.L., 2010. Women, men, and leadership: Exploring the gender gap at the top. Social and personality psychology compass, 4(7), pp.484-498.
McKinsey & Company, 2021. Women In The Workplace Report 2021.
Mercer (2020) Let’s Get Real About Equality: When Women Thrive; Global Report.
WEF, 2021. Global gender gap report 2021. Insight report. World Economic Forum.
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